S&G revitalization ppt final (1)
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  • In Canada, if we’re going to talk about competency-based training, then we need to first talk a little bit about the Canadian Standards and Guidelines for Career Development Practitioners.How many are already familiar with the S & Gs?Initiated in 1996 and the initial development spanned about 7 years – because of the commitment to make it a participatory process involving practitioners working in diverse settings, with diverse backgrounds and with diverse views. This was a bold step at the time – no other country had embarked on such an initiative. As you can imagine, suspicion was rampant that standards might somehow serve to exclude some practitioners. So, the first years were focused simply on answering the question: “Do we actually want to even talk about articulating competency standards for practice?” In the end, 93% said yes.After that, over 70 regional consultations were held – with the goal of ensuring that what was created would be built by practitioners from the ground up.
  • In Canada, if we’re going to talk about competency-based training, then we need to first talk a little bit about the Canadian Standards and Guidelines for Career Development Practitioners.How many are already familiar with the S & Gs?Initiated in 1996 and the initial development spanned about 7 years – because of the commitment to make it a participatory process involving practitioners working in diverse settings, with diverse backgrounds and with diverse views. This was a bold step at the time – no other country had embarked on such an initiative. As you can imagine, suspicion was rampant that standards might somehow serve to exclude some practitioners. So, the first years were focused simply on answering the question: “Do we actually want to even talk about articulating competency standards for practice?” In the end, 93% said yes.After that, over 70 regional consultations were held – with the goal of ensuring that what was created would be built by practitioners from the ground up.
  • You have a handout on this – but in a nutshell our S & Gs are broken into two main categories:Core Competencies: the knowledge, skills and attitudes ALL practitioners need in order to deliver effective and ethical service regardless of where they practice in Canada, the specific services they provide or who they serve.In Canada, we include in this category professional behaviour, interpersonal competencies, career development knowledge and basic needs assessment and referral.

S&G revitalization ppt final (1) S&G revitalization ppt final (1) Presentation Transcript

  • Revitalization of the Canadian Standards & Guidelines for Career Development Practitioners
    http://www.career-dev-guidelines.org/career_dev/
    1
    Welcome!
  • The competencies (knowledge, skills & attitudes) career practitioners need in order to practice effectively and ethically
    In Canada, initiated in 1996 and built on the basis of extensive consultation with the career development community.
    Basis for development of practitioner training , job descriptions, and certification
    2
    Canadian Standards & Guidelines for Career Development Practitioners
  • The S & Gs are a living document. As career development theory and practice evolve, so too must the S & Gs evolve.
    The Canadian Council of Career Development Associations and the Canadian Career Development Foundation are seeking to engage practitioners across Canada in the “revitalization” the S & Gs
    3
    Revitalization of the S & Gs
  • 4 national calls for input: What is missing/needs revision in the current S & Gs?
    Top two recommendations:
    Diversity: need for a more robust emphasis on competencies related to working with diverse populations
    Technology: need to add competencies required to incorporate technologies into service delivery
    Expert Input
    Literature review
    Draft revisions
    4
    So far…
  • Consultations to gather input on proposed revisions/additions
    Focus groups
    Online consultations
    Today – focus group to focussing on proposed revisions related to DIVERSITY and TECHNOLOGY
    5
    So Now…
  • Core Competencies
    Professional Behaviour (Code of Ethics, Ethical Decision-Making, Commitment to Professional Development, Analytical Skills & Work Management)
    Interpersonal Competencies (Respecting Diversity, Effective Communication, Productive Interactions with Clients)
    Career Development Knowledge
    Needs Assessment & Referral
    Areas of Specialization:
    Assessment
    Facilitated and Individual Group Learning
    Career Counselling
    Information & Resource Management
    Work Development
    Community Capacity Building
    6
    Canadian S&Gs – 2 Major Clusters
  • AREA:C2 Interpersonal Competence (CORE)
    FUNCTION: C2.3 Develop Productive Interactions with Client
    COMPETENCY: C2.3.1 Foster client self-reliance and self-management
    Why is this competency important?
    To promote clients’ independence
    To increase clients’ awareness of opportunities and options…
    To demonstrate this competency, career development practitioners must:
    Use a client-centered approach
    Educate clients about clients’ own roles, responsibilities and choices in the career development process…
    Notes
    In some cases, it may be necessary for a career development practitioner to provide direction to a client when fostering self-reliance.
    7
    Example
  • DIVERSITY &
    TECHNOLOGY
    8
    Our Consultation Today
  • Focusing on proposed changes competencies related to DIVERSITY & TECHNOLOGY
    These are CORE competencies
    3 Parts:
    Part A: Feedback on proposed changes to the competencies
    Part B: Broad input – what else is missing?
    Part C: The Whys? and Hows?
    9
    Our Consultation Today
  • C2 Interpersonal Competence
    C2.1 Respect Diversity
    Current competency:
    C2.1.1 recognize diversity
    Suggested revision:
    C2.1.1    recognize, understand, and support diversity.
    Rationale:
    Since 2004, there has been a wealth of information published to support practitioners to work effectively with clients from diverse backgrounds. Clients from diverse backgrounds are a rapidly growing part of the Canadian population and an increasing proportion of clients seeking career and employment services. All career development practitioners need to move beyond “recognizing” diversity to expanding their knowledge through “understanding” the multiple dimensions of diversity and “supporting” diversity in their practice of career development.
    10
    PART A: DIVERSITY
  • C2 Interpersonal Competence
    C2.1 Respect Diversity
    Current Competency:
    C2.1.2    respect diversity
    Suggested revision:
    C.2.1.2  Show respect for diversity
    Rationale:
    This is a more active practitioner requirement and implies an attitude and a demonstrated competency rather than simply an attitude.
    11
    PART A: TECHNOLOGY
  • What is missing?
    Why is it important for ALL career development practitioners?
    Draw on your own expertise and experience with clients
    Remember – we are talking about CORE competencies
    12
    PART B: HEART OF THE CONSULTATION
  • Why is this competency important?
    Check any boxes where the meaning is not clear to you
    How is this competency demonstrated?
    Check any boxes where the meaning is not clear to you
    13
    PART C
  • Please be sure to hand in your completed forms.
    For more information, contact Suzanne Klinga:
    s.klinga@ccdf.ca
    THANK YOU!!!!
    14